Organizational change is essential for businesses that need to evolve and continue to be competitive, but organizational change can also be incredibly disruptive without a strategy to guide the transformation initiatives.
The most effective change management strategies are those that focus on the human behaviour element. Why? Because employees are often the ones most affected by an organizational change, and because their decision to become adopters, hold-outs, or disrupters of change can have a tremendous impact on the short- and long-term success of a business improvement project.
Change Management Strategies
Here are five effective change management strategies that deal with organizational change.
1. Propose Incentives
Assuming employees will follow their interests, the first change management strategy is to offer incentives that will encourage the employees to accept and help to engage with the new direction of the company.
Employee recognition programs and rewards tailored to specific actions and organisation values provide the “carrot” few workers need to buy into change. Incentives also assist you to boost the behaviours and actions upper management is looking for in this time of upheaval. Lastly, this positive model of change management shows that the leadership appreciates their employees during a tough time of transition.
2. Redefine Cultural Values
Another way is to drive an employee to redefine organizational culture values. This change management strategy is based on the underlying assumption that people, want to “fit in” and “go along” with cultural norms and values.
3. Exercise Authority
Depending on how severe the need for change is, an business enterprise may choose to exercise its authority to decrease employee’s competition and get workers to adhere to new standards, processes, and cultural norms as quickly as possible.
If the risk is grave sufficient that imminent change is vital for survival, organizations might simply not have the time to invest in incentive programs or culture change initiatives. The coercive strategy can be the fastest way to implement change — “my way or the highway” — but it can additionally breed resentment and opposition among some employees that may become problematic in the future.
4. Shift the Burden of Change
Although people are frequently quick to oppose change, especially change they view as undesirable or disruptive, they are often even quicker to adapt to new environments. Organizations will take this kind of adaptability by creating a new structure — complete with new processes, workflows, and values — and gradually transfer employees from the old one.
This strategy is well suited for situations involving radical, transformative organizational change.
5. Recruit Champions of Change
Radical change is regularly met with a high degree of resistance, but the odds of success can be improved if the voices change belong to employees and not solely upper management. Recruiting frontline workers to share the need for change (and the benefits) with their peers can speed up worker buy-in, lower the degree of resistance, and serve as a mechanism for collecting feedback and disseminating statistics regarding the planned change initiatives.
If you’ve identified the need for change within your organization, Business Enterprise Mapping can help you to improve the opportunities.
Change Management Success
Change Management strategy or Change Management Plan will help you to ask the right questions to navigate the activities necessary to plan and implement successful change that creates value for your employer.